Two former steel mill operators allege they were subjected to race discrimination, retaliation, and a hostile work environment after reporting racist conduct by supervisors and coworkers. The lawsuit was filed by Patrick Thomas and Brian Steen in the United States District Court for the Northern District of Texas on March 27, 2026, naming Gerdau Ameristeel U.S., Inc. as the defendant.
According to the complaint, Thomas and Steen are Black former employees who worked as operators at Gerdau Ameristeel’s Midlothian, Texas facility. They claim that after raising concerns about racist comments and discriminatory treatment from Caucasian coworkers and supervisors, they were terminated in July 2025 under circumstances they allege were pretextual.
The plaintiffs state that they began working at the facility in late 2023 and early 2024. They describe an environment where “vulgar, sexually explicit, and racist comments” were common despite company policies requiring dignity and respect among employees. Supervisors named in the filing include Travis Curfman (Caucasian), who had authority over discipline and termination decisions; Hunter Lee (Caucasian), described as a team lead; and Galen Morris (Caucasian), another team lead.
The complaint outlines several incidents where Thomas was allegedly targeted with racial slurs by Lee, including being called “horse d*ck” over the radio along with other racially charged remarks comparing Black men to animals. Lee also allegedly used homophobic slurs toward Thomas in front of other employees. Both Thomas and Steen report that complaints about this behavior were either ignored or not fully communicated to human resources by local management.
Plaintiffs claim that after discussing their experiences with racism at work—conversations which were overheard by others—word spread among staff and supervisors. In May 2025, both plaintiffs reported these issues directly to Curfman or his supervisor. According to the filing, Curfman told teams that he could not help unless there was evidence of racism but took no action based on their reports regarding past conduct.
The complaint further alleges that after meeting with human resources in June 2025 about these issues, Thomas observed increased hostility from supervisors. Both plaintiffs say they became targets for termination shortly thereafter.
On July 13-14, 2025, during overnight shifts marked by equipment downtime, plaintiffs say they followed instructions from Lee allowing them to nap in monitored control rooms known as pulpits—a practice they claim was common among employees regardless of race. However, after these shifts ended, management reviewed security footage showing Thomas and Steen sleeping during downtime. Both were subsequently terminated for violating workplace rules against sleeping on duty or using cell phones while operating equipment.
Thomas’s employment ended on July 15; Steen was suspended the same day before being terminated on July 18. Plaintiffs argue that similar or more serious violations by Caucasian employees routinely resulted only in warnings or suspensions rather than immediate dismissal: “Curfman did not regularly or equally enforce this policy,” according to the complaint.
They further allege that neither received progressive discipline prior to termination despite company practices such as a so-called ‘three for free’ rule under which employees could incur multiple infractions before facing dismissal. When questioned about why no warning was given before termination, an HR representative reportedly told Steen: “their minds are made up.”
The lawsuit asserts three legal claims: intentional discrimination under Title VII of the Civil Rights Act of 1964 and Section 1981; retaliation for protected activity (reporting racism); and maintenance of a hostile work environment due to failure to address ongoing harassment.
As relief from the court, Thomas and Steen seek back pay with benefits lost due to termination; compensatory damages for emotional distress; punitive damages; attorneys’ fees; interest; and any additional relief deemed appropriate by the court.
Attorneys Justin V. Sumner and Amanda Bridson of Sumner Law LLP represent the plaintiffs in this case (Civil Action No. 3:26-cv-00982).
Source: 326cv00982_Patrick_Thomas_v_Gerdau_Ameristeel_Complaint_Northern_District_of_Texas.pdf